Customers find our programs highly attractive for their very reasonable pricing, great value for money and assured return on investment. Our principal trainer is a certified coach, hands on practitioner, corporate leader with 25+ years of industry experience. Ask us for a customised proposal.

Team Building and Teamwork

● Accountability as a single functioning unit and emerging as a high performance team.
● Achieving common goals more effectively in synergy with self, team and organizational objectives.
● Increased cohesiveness and trust across the team.
● Developing enhanced problem solving skills during complex situations.
● Members collaborating on decision making.
● Formulating innovative team strategies.
● Managing conflict between team members.
● Practicing open and transparent communication between team members.
● Understanding the importance of inter-dependence between team members.
● Leveraging complementary strengths of a team member.

Personal Effectiveness

● Empowering individuals to help them in uncovering both their overt
and latent characteristics so that they can perform to their fullest potential.

● Learning how to stay motivated and manage conflict.

● Importance and methods of positive inter-personal communication.

● Being pro-active.

● Practicing Time management.

● Effective goal setting and achievement.

● Continual learning.

● Qualities required to maintain a fast pace on the path of growth and
achievement.

Employee Engagement and Motivation

● Addressing the three basic aspects of employee engagement:
~ The employees and their own unique psychological makeup and
experience.
&nbsp~ The employers and their ability to create the conditions that promote
employee engagement and motivation.
&nbsp~ Interaction between employees at all levels.
Thus creating an environment conducive to this partnership, and a win-win equation.
● Identifying employees in different stages – engaged, fence sitter, actively disengaged and suggest how turn-arounds can be initiated.
● Accepting that disengagement or alienation is central to the problem of
employees’ lack of commitment and motivation and hence cultivating a
culture of employee engagement.
● Understanding that high employee engagement is closely related to an
organization’s ability to achieve high performance levels and superior
business results and retain valued employees.
● Identifying key drivers, facing fears, building self-confidence,
practicing positivity.

Inter-Personal Communication

● Learning the importance of open and clear communication and how to
practice the same.
● Understanding the perils of mitigated speech, communication gaps
and no communication.
● Practicing active listening skills and how to give and receive healthy
feedback.
● Sensitizing the participants to the power of asking, the monk method
and the Socrates method.
● Discussing collaborative communication.
● Uncovering communication filters, external behavior versus internal
response, disclosure, emotional barriers.
● Effect of body language, tone and words.

Conflict Management

● Avoiding the ostrich mentality of hiding from the storm and ignoring
workplace conflict.
● Mining for and then resolving conflicts breeds trust and then powerful
relationships.
● Having different points of views and ideas can give rise to conflict but its discussion and acceptance can lead to innovation and growth.
● Understanding that one should not stick to their positions adamantly but instead concentrate on interests.
● Learning tenets of conflict resolution - not getting personal, keeping
focused on the issue under discussion, mutual respect.
● Following what Stephen Covey said, “Seek first to understand,
then to be understood.”

Raising EQ Skills (EI - Emotional Intelligence)

People with high EI have greater mental health, exemplary job performance, and more potent leadership skills. Emotional competencies are not innate talents, but rather learned capabilities that must be worked on and can be developed to achieve outstanding performance. Goleman’s five domains of emotional intelligence:
● Emotional self-awareness — knowing what one is feeling at any given time and understanding the impact those moods have on others.
● Self-regulation — controlling or redirecting one’s emotions; anticipating
consequences before acting on impulse.
● Motivation — utilizing emotional factors to achieve goals, enjoy
the learning process and persevere in the face of obstacles.
● Empathy — sensing the emotions of others.
● Social skills — managing relationships, inspiring others and
inducing desired responses from them.

Time Management - Learning the Techniques

● Prioritizing: Doing first things first.

● Not being overwhelmed by urgent work.

● Differentiating between urgent and important work.

● Identifying the vital few and trivial many.

● Managing big tasks.

● Overcoming procrastination.

● Combating fear of undertaking complex tasks.

Decision Making

● Sensitizing the participants to various decision making models.
● Understanding Janis and Mann’s rational model.
● Adopting naturalistic decision making (NDM) framework which focuses on how experienced people actually make decisions in dynamic, uncertain
environments (Zsambok).
● Introducing Orasanu’s six different types of decision categories which
increase in complexity from go / no-go decisions through to creative
problem solving.
● Learning how The Cynefin framework helps leaders make appropriate
choices by determining the prevailing operative context ranging from
simple, chaotic, complex to complicated.
● Discussing individual decision making versus collaborative decision
making for team settings.

Aligning to Organization's Big Picture

● Understanding the complexity of an organization in its entirety.
● Realising that everyone holds a piece of the puzzle that is important
to the overall picture.
● Becoming aware that when viewed collectively, the pieces provide
a more holistic understanding.
● Accepting that working on the system together will contribute
quickly and effectively to growth.
● Busting silos and moving out of team islands.
● Following company vision and mission.

Bridging Execution Gap

Our program is based on the eight guidelines for closing the knowing-doing gap by Pfeffer and Sutton (Stanford).

● Put why before How.
● Knowing comes from doing and teaching others.
● Action counts more than elegant plans and concepts.
● There is no doing without mistakes.

● Fear fosters knowing-doing gap, so drive out fear.
● Fight the competition, not each other.
● Turn knowledge into action.
● What leaders do, how they spend their time and how they allocate
resources, matters.

Mavraac is amongst one of the best corporate training companies in the NCR region - Delhi, Gurgaon, Noida (India) with certified trainers for behavioural skills training, outbound training, team building workshops, leadership development programs and employee engagement workshops.